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| Section | Objectives |
|---|---|
| Topic 1: Learning and Development | |
| Topic 2: Employee Relations and Engagement | |
| Topic 3: Total Rewards | |
| Topic 4: Risk Management | |
| Topic 5: Talent Planning and Acquisition | |
| Topic 6: Leadership and Strategy |
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NEW QUESTION # 219
A union philosophy statement may have all of the following except which?
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
A company cannot threaten employees or make promises to them contingent on the workforce remaining union free. A philosophy statement should be geared toward communicating the company's desire to work directly with the employees in discussions about working conditions or benefits. If a union does attempt to organize, it is important for the employer to work directly with outside council to determine the strategic benefits of discussing the desire to remain union free and the disadvantages/limitations of unions as employee representatives.
Chapter: Employee and Labor Relations
Objective: Review Questions
NEW QUESTION # 220
Certain organizations are required by OSHA to complete and file the OSHA Form 300 to report a log of work-related injuries and illnesses. How many employees must an organization have to be required to complete the OSHA Form 300?
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
All employers with 11 or more employees must complete Occupational Health and Safety Act (OSHA) Form 300, 300A, and OSHA Form 301.
OSHA consultants provide free services to assist employers in identifying workplace hazards and the standards that apply in their workplaces. The consulting service requires employers to abate any hazards that are identified during the consultation but does not fine them for violations.
Answer option D is incorrect. All employers with 11 or more employees are required to complete the form, not 22.
Answer option A is incorrect. All employers with 11 or more employees are required to complete the form, not 33.
Answer option B is incorrect. All employers with 11 or more employees are required to complete the form, not 44.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 221
DRAG DROP
Drag and drop the compensations beside their corresponding descriptions.
Answer:
Explanation:
NEW QUESTION # 222
Which of the following performance appraisal techniques includes written statements about an employee's effective and ineffective behaviors?
Answer: D
Explanation:
The critical incident method (B) is the performance appraisal technique that includes written statements describing an employee's effective and ineffective behaviors. At the SPHR level, this method is recognized for its focus on observable, job-related behavior rather than abstract traits.
Supervisors using the critical incident technique maintain ongoing records of specific examples of employee behavior that contribute positively or negatively to job performance. These incidents are later used to support performance discussions, coaching, and evaluation decisions.
Graphic rating scales (A) use numerical or descriptive ratings but lack detailed behavioral documentation.
Forced distribution (C) ranks employees relative to one another and does not capture behavioral examples.
Anchored scales (D) include behavioral anchors but are structured rating tools rather than narrative incident records.
SPHR exam content emphasizes that behavior-based appraisal methods improve feedback quality, reduce ambiguity, and support defensible performance management decisions.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (performance appraisal methods).
* HRCI SPHR Study Guide - Behavior-based performance evaluation techniques.
NEW QUESTION # 223
When developing a job enrichment strategy, what is the most critical component to consider?
Answer: D
Explanation:
Job enrichmentenhances employee motivation by increasing responsibility, variety, andautonomy.
Autonomy allows employees to take ownership and make decisions, which boostsengagement and intrinsic motivation.
Extract from HRCI-aligned HR knowledge: The SPHRTalent Planning and Acquisitionfunctional area includes strategies to "enhance role clarity and autonomy to improve motivation and retention." According to Herzberg's Two-Factor Theory, autonomy is amotivatorthat contributes to job satisfaction and enriched job design.
NEW QUESTION # 224
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